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If you're looking for SAP SuccessFactors Interview Questions & Answers for Experienced & Fresher’s, you are at best place. There are a lot of possibilities for various reputed organizations in the world.
SAP SuccessFactors Interview Questions
Q. How do you combine Employee Central with another SuccessFactors Products?
Employee Central combines internal with other SuccessFactors products into HRIS Sync.
Q. What is configured in the Country -Specific Succession Data Model?
Address formats, country-specific fields, and international standards are set in the country-spe, succession data model.
Q. What does the Succession Data Model contain?
The Employee Records are included in the Succession Data Model. The succession data method configures the files that will appear in the Employee’s Personal Data Employment Report (inside of work).
Q. What is described in the Country -Specific Corporate Data Model?
In here foundation objects fields for a separate country are defined.
Q. Will Success Factors be used to ‘get rid’ of people?
That is not why they have been produced. They are used to develop individuals. However, if the behavior(s) are required for the job and there continues to be no development then it could become a performance issue.
Q. What does the Corporate Data Model define?
Foundation Objects and their connections are defined in the corporate data Model. Foundation, Objects are also called Foundation Tables. They include Organization, Job, and Pay.
Q. What is the propagation data model used for?
HRIS Propagation Data Model is used for the Auto Population from Foundation Tables
Q. What other two data models are used?
Data Model Workflow Rules Data Model, Event, and Event Derivation Rules Data Model
Q. How do you make a field to be required to be filled?
Set the attribute required=”true”
Q. How do you mask sensible data in a field?
Set the attribute pii=”true”
Q. How do you set a field so the user can edit it?
Set the attribute visible=” both”
Q. What is a DTD?
Document Type Definition of the data model
Q. What if the employee doesn’t agree with the Success Factors that their manager has chosen?
The manager uses the job report information to manage the Success Factor for the role in connection with discussions with the individual. However, it is ultimately the manager’s decision.
Q. What provision will I have in using the Success Factors?
Managers will receive training; Success Factor documentation and direction on its use will be available on the HR website; members of the HR team will be able to provide advice.
Q. Won’t the choice of the Success Factors be too subjective?
There is always an element of subjectivity in any process of trading with people. However, Success Factors are objective standards or benchmarks with good examples.
Q. How much data in evaluating Success Factors will we be expected to produce?
See over the past 12 months for examples and pick out the 2 or 3 which demonstrate the Success Factors the most.
Q. Are they going to apply to academic staff as well?
There is a similar framework for Strategic Leaders Framework and one for researchers which have been based on Success Factors. The idea going forward is to have something similar for all staff groups in the university.
Q. Why are they called ‘Success Factors’?
Because they are actions which lead to successful execution in the job.
My vision is to create a truly integrated HR in the cloud. A truly integrated HR is the key enabler for Organizations to maximize their market outcomes.
Q. Why are there three levels within the framework?
They describe a range of different types of behavior which are relevant to a range of different job roles. However, the levels are not hierarchical.
Q. Do you have to choose the same level (e.g. self) for all the Success Factors identified?
No. However, it may be that they tend towards one level.
Q. Are the levels linked to job grades?
No. Just because someone is on a certain job grade, it doesn’t rule out any of the levels. However, if a job is more senior you would expect to see more of the university level behaviors.
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